There are situations in life where professional external advice can be very useful in order to structure your thoughts and feelings and to get an "outside view" on the situation.

Maybe it ´s about important changes in your personal and/or work life (How often did you change something in your life?), about new situations in the workplace (How are you preparing for future leadership tasks? How do you deal with change situations) or regarding your future work life (Is this position (still) the right one for me? How can I reorient myself? How do I get a better understanding of my strengths and make better use of them?).

Additionally it may be helpful to analyze and prepare important decisions regarding your profession (i.e. within a special project or may be related to leading or aligning a team to new challenges) in a structured way together with a coach.

Learning is a process that causes changes in different areas of learning, namely the cognitive (head), the psychomotor (hand / finger) and the affective domain (emotion, heart).

Our trainings we make alive. We motivate our participant to a „memorable“ togetherness with an appropriate teaching and a variety of creative methods.

To achieve a high efficiency of learning, it is important to address as many channels of perception in the learning process. This ensures than a much better neural representation of the content in the brain.  In the learning process, both sides of the brain, the left (ratio) and right brain (creativity) should be addressed.

If it is possible that both hemispheres of the brain are activated by special exercises the content is also firmly anchored.

But without motivation learning is not possible.

With selected methods and tools, we encourage our customers to get more fun learning and the goals and visions to be clearly aware of. To increase efficiency, we use international methods, such as by Franklin R. Covey or the Zurich Resource Model.

Our trainings we make alive and try this, to respond to the target groups and to address all channels of perception (reading, hearing, seeing, talking about it and do it yourself.

In our project management training, we rely on our knowledge and training experience resulting from various industries.

We will give an overview about the process-oriented project management methods like PRINCE2, PMI and SRUM. In this regard we inform about „project starts, phases, tasks, success factors and coaching in projects.

A decisive success factor in  projects is a good communication. What are approved methods, tools and leadership styles for a good communication? What is the role of a project leader? Who are the stakeholders in projects? What is meant by a communications matrix?

A good combination of practical examples  and the transfer of project management fundamentals provide variety in the training  to fully fulfil the customer expectations.

The smooth project communication is often the decisive factor when it comes to the success and non-success in projects.

If team members do not communicate with each other, the project seems doomed to fail.

In the company there are usually clearly defined communication, escalation and information channels.

What organisational and communication models are available in projects?

How do I communicate in mission-critical situations such as strategic realignment, post-merger integration and restructuring projects? What are the components of a communication plan?

We respond to these questions in our trainings and work out a solution that is ideally useful for all project participants.

In general everyone - in a corresponding situation – will be able to start, prepare and solve specific challenges and/or processes of change with the help of a coach.

The most important requirement is the desire and willingness for change, reorientation, conflict solving, or work on other personal or professional challenges. Target is being initiative, to take over responsibility and to be ultimately ready to implement the changes.

For a team coaching the basic willingness of stakeholders is also important for the coaching, however, several factors such as formal and informal team structures, social contacts and type and frequency of communications are playing an important role in the coaching.

In our coaching sessions we apply different types of methods and tools in accordance with the client’s specific issues.

There is a high variety of acknowledged and effective methods which are selected – in coordination with the client - according to their suitability to the client’s specific issues.

As an example let us take the so-called „Zurich Resource Model“  or „ZRM“ , which has shown excellent results in self management initiatives and a more effective handling of stressful situations. Another  proven method is the “Hierarchy of Values” approach, which helps clients recognizing their own values in order to take the appropriate next steps in their development.

The method of “solution-focused  systemic structural constellations for organizational change” as a further example is applied very effectively for problem solving or in conflict situations.

structural constellations for organizational change” entail and when is it applied?

With the help of structural constellations it is possible to get insight into a system  by using persons or symbols as representatives of issues or facts. This method combines the classical structural constellations approach with the systemic  way of asking questions.

The method is successfully applied for objective-oriented problem solving and in conflict situations.  Typical issues are for instance:

• Decisions – What options do I have and which is the best? What is the real issue? What prevents me from taking a particular step?

• Questions to behavioral patterns – How can I reduce „my“  stress factors?

• Job-related  – Which job is suitable for me? What else do I need in order to reach my objectives?

• Location – Which location (city, country, etc.) offers the best possible opportunities for me?

With the help of exactly targeted questions and other interventions the coach enables the client to have a clearer view of the issue at hand. It does in fact occur that the actual problem behind the issue will be discovered through this technique. The interventions help the client to realize more clearly what he/she wants to actually achieve. Subsequently, the coach  supports the client to activate his/her very own resources (such as ideas, notions of the solution, etc.), so that he/she is capable of taking his/her own suitable decisions. Furthermore, the coach helps the client in identifying measures of how to put the newly found insights and decisions into practice in day-to-day life.

There are situations in life where professional external advice can be very useful in order to structure your thoughts and feelings and to get an "outside view" on the situation.

Maybe it ´s about important changes in your personal and/or work life (How often did you change something in your life?), about new situations in the workplace (How are you preparing for future leadership tasks? How do you deal with change situations) or regarding your future work life (Is this position (still) the right one for me? How can I reorient myself? How do I get a better understanding of my strengths and make better use of them?).

Additionally it may be helpful to analyze and prepare important decisions regarding your profession (i.e. within a special project or may be related to leading or aligning a team to new challenges) in a structured way together with a coach.

Learning is a process that causes changes in different areas of learning, namely the cognitive (head), the psychomotor (hand / finger) and the affective domain (emotion, heart).

Our trainings we make alive. We motivate our participant to a „memorable“ togetherness with an appropriate teaching and a variety of creative methods.

To achieve a high efficiency of learning, it is important to address as many channels of perception in the learning process. This ensures than a much better neural representation of the content in the brain.  In the learning process, both sides of the brain, the left (ratio) and right brain (creativity) should be addressed.

If it is possible that both hemispheres of the brain are activated by special exercises the content is also firmly anchored.

But without motivation learning is not possible.

With selected methods and tools, we encourage our customers to get more fun learning and the goals and visions to be clearly aware of. To increase efficiency, we use international methods, such as by Franklin R. Covey or the Zurich Resource Model.

Our trainings we make alive and try this, to respond to the target groups and to address all channels of perception (reading, hearing, seeing, talking about it and do it yourself.

In our project management training, we rely on our knowledge and training experience resulting from various industries.

We will give an overview about the process-oriented project management methods like PRINCE2, PMI and SRUM. In this regard we inform about „project starts, phases, tasks, success factors and coaching in projects.

A decisive success factor in  projects is a good communication. What are approved methods, tools and leadership styles for a good communication? What is the role of a project leader? Who are the stakeholders in projects? What is meant by a communications matrix?

A good combination of practical examples  and the transfer of project management fundamentals provide variety in the training  to fully fulfil the customer expectations.

The smooth project communication is often the decisive factor when it comes to the success and non-success in projects.

If team members do not communicate with each other, the project seems doomed to fail.

In the company there are usually clearly defined communication, escalation and information channels.

What organisational and communication models are available in projects?

How do I communicate in mission-critical situations such as strategic realignment, post-merger integration and restructuring projects? What are the components of a communication plan?

We respond to these questions in our trainings and work out a solution that is ideally useful for all project participants.

In general everyone - in a corresponding situation – will be able to start, prepare and solve specific challenges and/or processes of change with the help of a coach.

The most important requirement is the desire and willingness for change, reorientation, conflict solving, or work on other personal or professional challenges. Target is being initiative, to take over responsibility and to be ultimately ready to implement the changes.

For a team coaching the basic willingness of stakeholders is also important for the coaching, however, several factors such as formal and informal team structures, social contacts and type and frequency of communications are playing an important role in the coaching.

In our coaching sessions we apply different types of methods and tools in accordance with the client’s specific issues.

There is a high variety of acknowledged and effective methods which are selected – in coordination with the client - according to their suitability to the client’s specific issues.

As an example let us take the so-called „Zurich Resource Model“  or „ZRM“ , which has shown excellent results in self management initiatives and a more effective handling of stressful situations. Another  proven method is the “Hierarchy of Values” approach, which helps clients recognizing their own values in order to take the appropriate next steps in their development.

The method of “solution-focused  systemic structural constellations for organizational change” as a further example is applied very effectively for problem solving or in conflict situations.

Structural constellations for organizational change” entail and when is it applied?

With the help of structural constellations it is possible to get insight into a system  by using persons or symbols as representatives of issues or facts. This method combines the classical structural constellations approach with the systemic  way of asking questions.

The method is successfully applied for objective-oriented problem solving and in conflict situations.  Typical issues are for instance:

• Decisions – What options do I have and which is the best? What is the real issue? What prevents me from taking a particular step?

• Questions to behavioral patterns – How can I reduce „my“  stress factors?

• Job-related  – Which job is suitable for me? What else do I need in order to reach my objectives?

• Location – Which location (city, country, etc.) offers the best possible opportunities for me?

With the help of exactly targeted questions and other interventions the coach enables the client to have a clearer view of the issue at hand. It does in fact occur that the actual problem behind the issue will be discovered through this technique. The interventions help the client to realize more clearly what he/she wants to actually achieve. Subsequently, the coach  supports the client to activate his/her very own resources (such as ideas, notions of the solution, etc.), so that he/she is capable of taking his/her own suitable decisions. Furthermore, the coach helps the client in identifying measures of how to put the newly found insights and decisions into practice in day-to-day life.